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Everyone knows the importance of continued training in this

very competitive economy. Management training is typically a

2-5 day event, complete with travel. The information is

taught very quickly. Its like trying to drink out of a fire

hose. You also are leaving your business shorthanded at the

same time. After said trip the tendencies to fall back into

your same old habits. I'm curious how interested folks might

be in a self study formatted system. A system that you could

help you decide on a goal, format a plan and achieve desired

results. The kind of system that lets you follow your vision

while still giving the needed format & steps to get you

to your goal.

 

1. Are you aware of any self-study management training

material such as a textbook, videotape, cassette tape or PC

based program? If so what is the name/title?

 

2. If self-study management training materials were made

available, would you be interested in obtaining it? Why or

why not?

 

3. If you were in the market to obtain a self-study

management training program, which of the following formats

would you prefer?

 

- Textbook

 

- Video Tape

 

- Combination Book and Video Tape

 

- Audio CD

 

- Combination Book and Audio CD

 

- PC Based Multimedia (Interactive CD)

 

- Website based text book & blog

 

4. What content would you want to be included in such a

program? (i.e. write-up and dispatch processes, pricing

policies, how to determine profit margin, how to properly

equip the shop, setting up the shop, productivity analysis,

environmental issues - waste material management)

Robert Depontes

Manager

A-1 Auto & Diesel, Inc.

Fort Walton Beach, Florida, USA

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I do a lot of self study, plus I read a lot. I have a personal goal to read one business book per month. As you may know, in addition to being a shop owner, the co-founder of AutoShopOwner, I also work as a business consultant and business coach for Elite Worldwide. I also do seminars. Business training for shop owners is crucial for sucess.

 

While I think that self study has it's place and has value, most people are not that deligent to following through on a program by themselves. Most need to be held accountable. The reason why live training works is because of the human contact the trainer has with the audience. The problem with live training is that it can be a sacrifice in time to attend the seminar, plus training only works when its done on a continuos bassis, just as in technical training.

 

Training that invloves all the elements (live, self study, webinars, etc) works the best in my opinion, that's what Elite does.

 

I appreciate you posting this. As you stated, in today's econmic climate shop owners need to view themselves as business people and that means a commitment in contiuous improvment in the areas of business management, sales, marketing, finance and leadership.

 

Great post; thanks...

 

I try to read as much as I can as well. Most of what I read could be classified as "generic leadership" material. Any recommendations on material specifically for shop owners?

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  • Have you checked out Joe's Latest Blog?

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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.
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